Today I am in Canada working with a large organization on a major change management, transformation process in HR and technology. One of the areas that Knowledge Infusion finds itself in often is how to help an organization deal with the change the naturally (or un-naturally) when changes in process or technology occur.
The big 12 competencies of a change leader are:
1. Catalyze change: Champion an initiative or a significant change, consistently promote the cause, and encourage others to get on board.
2. Cope with transition: Recognize and address the personal and emotional elements of change.
3. Show a sense of urgency: Take action, move fast, and accelerate the pace of change for everyone.
4. Demonstrate realistic patience: Know when and how to slow down the pace so that people can cope and adapt.
5. Be tough: Make difficult decisions with little hesitation or second-guessing.
6. Be empathetic: Take others' perspectives into account; understand the impact of your actions and decisions.
7. Show optimism: See the positive potential of any challenge, and convey that optimism to others.
8. Be realistic and open: Don't shy away from difficulties, speak candidly about the true situation, and admit personal mistakes.
9. Be self-reliant: Be confident in your ability to handle new challenges.
10. Trust others: Be comfortable with others doing their part; stay open to others' input and support.
11. Capitalize on strengths: Know your individual and organizational strengths and attributes; confidently apply them to tackle new situations and circumstances.
12. Go against the grain: Show willingness to learn and try new things--even when the process is difficult or painful.
I found this Harvard blog post quite interesting and thought would share with community. Click on the link to drill into detail on each of the competencies.
Curious, what would you add?
Another infusion of knowledge...
